Actuality¹⁴⁹

Work-life balance in the digital age: Quebec legislates the right to disconnect

FEELING GOOD AT WORK

Par

Mathilde Cornu

JCCM - Jeune Chambre de commerce de Montréal

Chargée de projets bénévole du comité affaires publiques

Work-life balance in the digital age: what's the challenge?

In an open letter in 2022¹, the JCCM pointed out that Quebec was lagging behind on the issue of the right to disconnect, and called on managers to take up the subject and on the government to legislate.

What's the situation three years on? A central issue in questions about mental health in the workplace, it's worth taking a closer look.

As a reminder, with the COVID-19 pandemic came the normalization of telecommuting and the gradual blurring of the boundary between private and professional life. The flexibility offered by teleworking, enabling people to work from anywhere at any time, would not necessarily contribute to a better life balance. On the contrary, this freedom could lead to an increase in out-of-hours work, potentially leading to situations of professional overload. Consequently, the right to disconnect becomes a crucial element in preserving workers' mental health.²

The dangers of hyperconnectivity: a mental health issue

The origin of this delicate balance lies in the notion of connectivity. Being connected certainly allows you to be flexible by working remotely or holding online meetings, but without limits, you quickly fall into hyperconnectivity and its many downsides. The accessibility of work tools at home means constant availability, making it difficult to disconnect and respect office hours by not answering or sending e-mails, for example.

As a result, work overload is a major challenge for many companies. This phenomenon has negative repercussions both on team efficiency and on the mental and physical health of staff. It represents a double threat, affecting both business performance and employee well-being.

“A clear internal policy on this subject is recommended to prevent widespread employee burnout”.

This is what the JCCM raised when it emphasized the crucial role of managers in promoting standards that “clarify the expectations of different employers and establish equity between employees ”¹.

The changing legal framework: towards a policy of disconnection

With this same observation in mind, MP Alexandre Leduc is relaunching parliamentary work on a framework for the right to disconnect in 2024. “The aim is not to impose a wall-to-wall rule, but to give each employer the responsibility of developing his or her own disconnection policy based on needs and constraints.³

Although Ontario is the only Canadian province to have succeeded in legislating on this subject, Quebec's legal framework is evolving and gradually recognizing the need to protect mental health. With the coming into force of Bill 27, certain psychosocial risks will have to be integrated into employers' occupational health and safety prevention plans. By addressing certain telecommuting issues such as isolation and work overload, this legislative development reflects a growing awareness of the importance of well-being in the workplace⁴. Until a new work ethic⁵ is developed, vigilance and learning are still required to create a healthy, balanced work environment for employees and employers alike.

Sources

Gerba, H. (2022, 6 juin). Mieux encadrer les règles du jeu, La Presse.
Ghislain, S., & Cultiaux, J. Télétravail et transformations des moyens de contrôles: étude de cas d’un CPAS de taille moyenne de la région de Liège.
Aile parlementaire de Québec solidaire. (2020, 3 juin). Droit à la déconnexion - « Les travailleurs ont le droit de tirer la plogue! ».
Institut National de Santé du Québec (2022, décembre), «Loi modernisant le régime de santé et de sécurité du travail: son impact sur la prévention des risques psychosociaux liés au travail»
Nadeau, JB. (2023, 18 mars). Droit à la déconnexion : les limites de la loi, Le Devoir.